Payroll & Payables Services

Grand Management Group provides flexible payroll and payable services that improve management for practices of every size. Our service solutions streamline your processes, improve productivity and simplify administration. To keep you focused on your patients, we can manage the tedious tasks of processing payroll and any associated taxes. We can also pay bills as they arise. Our efficient services will ensure your needs are met on time, every time.

Payroll

Time calculations and payment of staff and providers

Payment through direct deposit or paper checks

Bonus calculations

Payables

Timely bill pay

Real-time checkbook balance

News & Notices

While Medicare discontinued payment allowance for consultation services (ranges 99241-99245 and 99251-99255) in January 2010, many commercial carriers have continued to cover these services. United Healthcare is now joining Medicare's opinion on consultation services.

In the June 2017 edition of the United HealthCare Bulletin, United Healthcare has announced that effective October 1, 2017, they will discontinue payment of CPT codes for consultation services.

According to UnitedHealthcare, effective October 1, 2017 it will reimburse the appropriate E/M procedure code in lieu of a consultation code. This change will align UnitedHealthcare with CMS' policies regarding payment for consultation codes.

Overpayments to healthcare providers receiving Medicare reimbursements are at risk of civil and criminal enforcement action if not attuned to a particular reimbursement rule and diligent in compliance with the rule’s requirements. In short, the overpayment rule turns potential billing mistakes into fraud. A healthcare provider cannot keep money paid in error. The Government and relator bar are certain to address fully this theory of liability against every healthcare provider who ends up in litigation. If an overpayment is identified and the provider does nothing, then the provider will end up paying significantly more to the Government. It’s the proverbial pay (less for compliance) now or more (to the Government) later. Put differently, healthcare providers should address the smaller problem sooner rather than the bigger problem later. Last year Centers for Medicare and Medicaid Services (CMS) released its Final Rule concerning overpayment procedures for Medicare Parts A and B. The Rule implements Section 6402(a) of the Affordable Care Act, which addresses the identification, reporting and repayment of overpayments. Healthcare providers reasonably should expect to see increased use of this provision in Government enforcement and whistleblower lawsuits now that the overpayment requirements have been disseminated fully throughout the healthcare community.

Last year Centers for Medicare and Medicaid Services (CMS) released its Final Rule concerning overpayment procedures for Medicare Parts A and B. The Rule implements Section 6402(a) of the Affordable Care Act, which addresses the identification, reporting and repayment of overpayments. Healthcare providers reasonably should expect to see increased use of this provision in Government enforcement and whistleblower lawsuits now that the overpayment requirements have been disseminated fully throughout the healthcare community.

Please read the entire article here.

Andrew L. Sparks is a Of Counsel in Dickinson Wright’s Lexington office. He can be reached at 859.899.8734.

Overpayments to healthcare providers receiving Medicare reimbursements are at risk of civil and criminal enforcement action if not attuned to a particular reimbursement rule and diligent in compliance with the rule’s requirements. In short, the overpayment rule turns potential billing mistakes into fraud.

The IRS recently announced the 2018 contribution limits for Health Savings Plans. The maximum contribution for individuals is increasing from $3,400 to $3,450 for the coming year. Those with family coverage will be able to contribute $6,900 for 2018, which is up $150 from 2017's limit. For more information, please visit the following:

It is mandatory that the newly updated form be used effective September 17, 2017. Between now and then, employers may use either the newly revised form or Form I-9 with revision date of 11/14/16N. Employers must continue following existing storage and retention rules for any previously completed Form I-9.